MGT701 Discussion: Examining the Value of Diversity in Workplace

This discussion post delves into the significance of diversity within the workplace, emphasizing its role in enhancing productivity, creativity, and employee engagement. The author highlights cultural diversity as a critical component, fostering unity and the sharing of ideas among employees from various backgrounds. The discussion underscores the importance of companies embracing diversity to reflect the populations they serve, promoting a more reasonable and goal-oriented organizational culture. Recommendations include creating awareness, implementing clear diversity policies, and prioritizing ethical considerations. The student also provided their responses to other discussion forums as part of the assignment requirements. Desklib provides access to this assignment, along with other study tools and resources.

DIVERSITY IN A WORKPLACE 1
What Type of Diversity is Important and Why is it Important?
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DIVERSITY IN A WORKPLACE 2
WHAT TYPE OF DIVERSITY IS IMPORTANT? AND WHY IS THE TYPE OF
DIVERSITY IMPORTANT?
Introduction
The difference is one of the most important parameters within any given workplace. Most
of the diverse workplaces usually are composed of various types of employees with varying
characteristics among them. Currently, quite some businesses have implemented multiple ways
on how best they can incorporate diversity within the boundaries of their work without bringing
various changes regarding how the companies usually operate (Wrench 2016). Appropriate
incorporation of different diversity practices within a given workplace can at some point include
recruitments being carried out from a wide range of talents to make a given company to be open
to different types of employees originating from various backgrounds.
Moreover, diversity is a parameter that can always be infused into a variety of advertising
practices at some point to ensure a range of products and services are targeted to all the relevant
customers who adequately represent the target markets. As various workplaces are currently
embracing quite some ideas that are associated with diversity, they usually realize some of the
benefits that aim towards scaling up the nature of their companies. This is typically a condition
that ranges right from a variety of new ideas to increased opportunities that are found at the
international level. Diversity can add quite some views together with perspectives to any given
workplace (Urciuoli 2016). A research that was appropriately documented by the journal of
small business management postulates that those employers, who choose to recruit various types
of diverse workforces, have got the potential of opening their businesses to a wide range of ideas
(Ashkanasy, Zerbe and Hartel 2016). Also, various companies can compile all these ideas

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together with opinions most so when it comes to making decisions on how to start and even run
quite some operations.
Body
Additionally, those companies that aim towards recruiting a diverse kind of workforce
instead of settling for a homogenous environmental condition usually open their businesses to a
wide range of applicants (Saunders and Townsend 2016). Due to this, they scale up their ability
to access candidates who are most qualified for all the positions that they are looking forward to
filling. While diverse workforce conditions are not limited to employees known to be originating
from different countries most so the ones who tend to speak more than one language, employees
who possess these characteristics are of much benefit to those organizations who are aiming to
expand or even scale up some of the existing operations both at the national, regional and also at
the international level (Lambert 2016).
The question about what type of diversity is important is something that has been raised
severally among various organizations and individuals. Different replies were obtained from
multiple individuals where each one of them had to come up with his or her opinions regarding
what type of diversities are important (Phillips et al. 2016). In this age of globalization, quite
some companies are working towards the direction of succeeding when it comes to diversity
being incorporated within a workplace (Landy and Conte 2016). Usually, when talking about the
difference in the workplace, it indicates that given company is aiming to hire various employees
originating from different backgrounds irrespective of their age, religion and even culture.
Coming up with a more diversified workplace is likely to lead to the emergence of quite a
number of positive outcomes with the major ones being; an increased amount of productivity,

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enhanced conditions of creativity and even went as far as improving the engagement of all the
employees within the organization (Barak, Findler and Wind 2016)
According to Sarvani, cultural diversity appears to be one of the most critical types of
variety within a given workplace. Aforementioned, when different companies come on board to
recruit and retain a diverse group of individuals, this leads to the emergence of various benefits
to the companies together with all their employees. Take for instance the entire human race; this
is a very diverse kind of species in the whole universe with quite some different languages,
beliefs and even cultures. Through cultural diversity, most of the companies will be able to
benefit from the employees by learning from everyone's experience. Moreover, those employees
originating from different backgrounds tend to learn from the skills that are gained by their
colleagues. As a result of this, they will be able to have the capability of coming on board with
new ideas.
Bringing together individuals from various backgrounds, who have gained different
experiences, can lead to the generation of quite some ideas or even perspectives that other people
may not have considered (Sharma 2016). Every individual has his or her way of viewing a
particular problem shared by most of the experiences that all of them have been able to
encounter. Warren clearly states that every business needs to have an appropriate understanding
of all the customers together with the performance of the entire industry. As far as increased
creativity is concerned, most of the innovation teams tend to have a wide range of diversity that
is always accompanied by a mix of various skill sets together with experiences. According to the
Mckinsey study, companies belonging to the top quartile as far as racial diversity is concerned in
management were approximately 35% who were more likely to have financial returns that were
above their industry mean (Ozturk and Tatli 2016). The entire universe is correctly connected.

DIVERSITY IN A WORKPLACE 5
Therefore, most of the leadership of companies should reflect that of the population where they
carry out various operations.
From a company's perspective, in this modern society, it will be essential for is reputation
when it comes on board to support diversity within its boundaries. Knowing how to embrace
diversity is one of the critical strategies for a given company to develop an organizational culture
that is more reasonable thus ensuring that various goals are met in real time.
Conclusion
In conclusion, cultural diversity, therefore, appears to be the most critical type of
difference. This is just because it has got the capability of incorporating quite some real issues
within the workplace. Also, cultural diversity is one type of diversity that enables various
companies to come on board and be able to incorporate a variety of employees irrespective of
their age, gender, background and even culture. This, therefore, makes it be one of the best types
of diversity within a given work environment. There were quite some themes that were
highlighted by most of the participants about this topic; one of the significant issues is unity.
Cultural diversity aims towards unifying people originating from different backgrounds thus
bringing on board one of the essential positive outcomes. Secondly, there is the theme of sharing
ideas. Through the adequate implementation of cultural diversity, both the employees,
organizations together with the customers, can share appropriate information on how best
various operations can be handled to ensure the proper and reliable outcome.
Recommendations

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There needs to be the creation of awareness regarding how best diversity within a
workplace can be implemented. This will ensure that every individual knows precisely what
should be done and what should be avoided thus attaining some of the targeted goals within the
stipulated time. On the other hand, the top management leaders within every organization should
also be ready to implement various aspects of workplace diversity that can be clearly understood
by everyone without any form of controversies emerging. Additionally, there should be multiple
appropriate and reasonable rules that are set to work hand in hand with the implementation of
diversity within any given organization thus clearly pointing out what is required under various
circumstances to attain a good number of the desired goals in real time. Ethical considerations
should be among the first things to be incorporated when dealing with multiple aspects of
diversity.

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References
Ashkanasy, N.M., Zerbe, W.J. and Hartel, C.E. (2016). Managing emotions in the workplace.4th
ed. New York: Peterson Albert.
Barak, M.E.M., Findler, L. and Wind, L.H. (2016). Diversity, inclusion, and commitment in
organizations: International empirical explorations. Journal of Behavioral and Applied
Management, 2(2), p.813.
Lambert, J., (2016). Cultural diversity as a mechanism for innovation: Workplace diversity and
the absorptive capacity framework. Journal of Organizational Culture, Communications
and Conflict, 20(1), p.68.
Landy, F.J. and Conte, J.M. (2016). Work in the 21st century, Binder ready version: An
introduction to Industrial and Organizational Psychology. 2nd ed. London: John Wiley &
Sons.
Ozturk, M.B. and Tatli, A. (2016). Gender identity inclusion in the workplace: broadening
diversity management research and practice through the case of transgender employees in
the UK. The International Journal of Human Resource Management, 27(8), pp.781-802.

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Phillips, B.N., Deiches, J., Morrison, B., Chan, F. and Bezyak, J.L. (2016). Disability diversity
training in the workplace: Systematic review and future directions. Journal of
occupational rehabilitation.3rd ed. New York: Jack Daniels
Saunders, M.N. and Townsend, K. (2016). Reporting and justifying the number of interview
participants in organization and workplace research. British Journal of Management. 4th
ed. New York: Jared Smith.
Sharma, A. (2016). Managing diversity and equality in the workplace. Cogent Business &
Management.5th ed. New York: albert Kane.
Urciuoli, B. (2016). The compromised pragmatics of diversity. Language & Communication. 5th
ed. London: Reginald Young.
Wrench, J. (2016). Diversity management and discrimination: Immigrants and ethnic minorities
in the EU. 3rd ed. New York: Jared John.
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